Responsibilities:

General

• Participate in driving and implementing strategic HR initiatives within the function to foster a high-performance culture.
• Ensure all HR activities and duties are conducted in full compliance with relevant regulations and standards.
• Provide monthly and adhoc reports on key HR Metrics as requested for the functions
• Ensure that all learning and development needs are communicated promptly to the Learning & Development Officer and HR Manager.

Business Partnering

• Maintain and uphold HR standards and best practices within the business unit.
• Provide support to line managers in handling various people matters, ensuring effective management and resolution.
• Train and staff in the use of HR systems and processes to ensure adoption and compliance
• Participate in compiling and analyzing feedback from exit interviews or surveys to identify trends and areas for improvement in retention strategies and organizational culture.

Employee Engagement and wellness

• Participate in developing and implementing action plans based on insights from the Employee  Survey, and drive follow-through to address identified areas for improvement.
• Participate in promoting Team Building activities for the functional units
• Provide support on wellness programmes/interventions during the employee lifecycle

Employee Relations

• Train and develop Line Managers to enhance their expertise in managing Employee Relations (ER) effectively within their teams.
• Coordinate capability and disciplinary hearings as required and communicate the outcomes ensure the effective implementation of the resulting actions.

Performance Management and capacity development

• Actively guide and support in the end to end performance management process.
• Collaborate with new hires and their managers to ensure probationary KPIs and long term KPIs post probation are put in place accordingly
• Ensure continuous performance feedback discussions are held to facilitate coaching, provide feedback, and promote continuous improvement and engagement.
• Monitor and address underperformance issues in collaboration with the Learning and Development  team

Recruitment 

• Coordinate and manage recruitment activities to fulfill the staffing needs of the business unit.
• Provide comprehensive support to the function throughout the recruitment process, ensuring compliance with HR Processes.
• Monitor and track vacancies in the department and ensure closure within acceptable timelines.
• Develop the skills of line managers in the resourcing process, including the effective use of tools available

On-Boarding

Manage the end to end on-boarding process including but not limited to:

• Facilitate access to essential tools, technology, and resources needed for new hires to perform their roles effectively.
• Provide clear and comprehensive information about the role to help the new employees understand their responsibilities, purpose, and impact within the Unifi.
• Ensure the timely completion and submission of all required onboarding documentation, including employment contracts, compliance agreements and payroll data.
• Together with the hiring manager, assign a buddy or mentor to support new employees in integrating into Unifi and becoming familiar with the team and organizational culture.
• Coordinate with Learning & Development (L&D) onon-boarding.
• Schedule regular check-ins and feedback sessions with new hires and their managers to assess engagement, address any concerns, and provide necessary support during the onboarding process.

Off-boarding

Manage the end to end exit management process including but not limited to:

• Ensure the completion and accuracy of all required documentation, including final pay, benefits, and compliance forms.
• Conduct structured exit interviews to gather feedback and insights from departing employees.
• Manage the clearance process, including the exit checklist, to ensure all company assets and access are returned and deactivated.
• Ensure line manager communicates the departure to relevant stakeholders, such as team members, clients, and service providers, while maintaining confidentiality and professionalism.

Qualification:

• Degree qualification in Human Resource, Administration or Industrial Psychology
• Professional HR certification is a plus.
• Minimum of 4 years of HR experience with at least two years in an HRBP role.
• Strong knowledge of Labour laws and compliance requirements.
• Excellent interpersonal and communication skills.
• Demonstrated ability to build relationships and influence at all levels of the company.
• Strong problem-solving and decision-making skills.
• Ability to handle sensitive and confidential information with discretion.
• Proficient in HRIS and Microsoft Office Suite/Google.
• Paid up Member of ZHRIM

Skills & Qualifications:

• Understanding of how to drive organizational success through HR initiatives.

• Strong ability to build relationships and influence at all levels of the organization.
• Excellent verbal and written communication skills for effectively conveying HR guidelines and initiatives.

• Strong analytical skills to assess complex situations and develop effective solutions.
• Ability to make informed decisions that balance employee needs with business objectives.

• Skilled in handling complex employee relations issues and conducting thorough investigations.
• Ability to provide sound advice on HR policies and practices.